Management in the 21st Century - Essay Example

It is evident that this is after the interactions between the public, universities, students and the private employer organizations on the theme of employability. The principle of potentiality is now a comparative indicator for university performance. The principle is also used to compile university league tables as an obligatory dimension for the justification of higher education. This helps the HRM’s to have the ability to expand out of the organizational habitat into the wider social body.

1 The enquiry into the HRM’s ethics is boosted as the expansion occurs due to dissemination of the system of ethical values to a new set of stakeholders. The ethical values are based on employment and the possibility of work as a fundamental part of the meaning of students’ whole personal lives. How the HRM handles the younger generations has revealed the dynamic formation of an ideal ethos of work in an environment the HRM is culturally free from its normal organizations and constrains. It is apparent that in the sphere of employability HRM is unrestricted by the formal context governing an employment contract.

Jones says that there is need for the transformation of the category of ‘ethics’ into that of ‘ethos’ to investigate HRM’s ethical apparatus in this new domain.2 Employability discourses approach the relation between work and subjectivity very differently. The demands of mechanical uniformity cease to be replaced by new forms of address inciting the audience to a dynamic personal ethical engagement with work and self, instead of bureaucratic obedience to impersonal rules. The emphasis on individual potentiality leads to basic orientation towards work as an opportunity for self-perfection and self-realization.

By understanding ethos as a dynamic principle then HRM’s ethics is no longer a matter of static systems of rules. It